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HRIR 3021 EXAM #2
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Exam of 8 pages for the course HRIR 3021 at HRIR 3021 (HRIR 3021 EXAM #2)
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HRIR 3021 EXAM #2What are the purposes of workforce planning? - -Organizations should carry
out human resource planning so as to meet business objectives and gain an
advantage over competitors.
-the attempts to determine the supply of and demand for various types of
human resources to predict areas within the organization where there will be
labor shortages or surpluses. - -Forecasting
-constructing and applying statistical models that predict labor demand for
the next year, given relatively objective statistics from the previous year - -
Trend Analysis
-Supplements trend analysis by adding new operational information into
expected staffing level requirements - -Ratio Analysis
-Supplements ration analysis by adding multiple dimensions of information
into expected staffing level requirement - -Regression Analysis
-How do internal and external considerations affect workforce planning? - -
Internal Considerations: Transitional matrix, how many people are currently
in positions and how many are expected to be promoted, demoted and to
leave.
External Considerations: Labor market forecasts, size of the labor market,
unemployment rate and the kinds of people who will be in the labor market.
-Describe ways that we can eliminate a labor surplus and avoid a labor
shortage. - -Reducing Labor Surplus: downsizing, pay reductions, demotions,
transfers, working sharing, hiring freeze, early retirement, etc.
Avoiding Labor Shortage: overtime, temporary employees, outsourcing, new
external hires, technological innovation
-reports how many hours are worked, not how many employees do the
work. We use it to understand how many hours should be worked to be in
conjunction with the workforce planning. - -FTE: Full Time Equivalent
-What are the four main objectives for downsizing? What are the
consequences of downsizing as described in the text? - -- Reducing costs:
cuts overhead of protection
- Replacing labor with technology: closing outdated factories, automating,
reducing the need for labor
- Mergers and acquisitions: combining results in less bureaucratic overhead
- Moving to more economical locations
, Immediate effects on cost, but will hurt companies that have high-
involvement work, team basis, customer interaction and research based.
-Why is recruitment a strategic imperative? - -Recruitment is a form of
business contest and it is fiercely competitive, they have to identify, attract,
and hire the most qualified people.
-The person should be matched to the job (p/j) by having the right KSAOs
and is interested in the work and rewards. The person should be matched to
the organization (p/o) by understanding and supporting the core values of
the organization as a whole - -P/O, P/J Fit
-Internal candidates are employees who currently hold other positions in the
organization and apply through job posting. External candidates can be
direct applicants, referrals, other or recruiting options. - -Internal vs.
external candidate
-How much should a new hire be paid in order to attract and hire the right
candidates. - -Lead, match, lag the market pay strategies
-Passive job seekers are employees that already have jobs and really are not
looking for other work until an attractive offer presents itself. Active job
seekers are people who may or may not have a job and are looking for a new
offer. - -Passive vs. active candidates
-Employment principle that if there is no specific employment contract
saying otherwise, the employer or employee may end an employment
relationship at any time, regardless of cause. - -Employment-at will
-Advertising designed to create a generally favorable impression of the
organization. - -Image advertising
-How do the recruiter's traits and behaviors affect the success of the
recruiting process? - -Usually, the recruiters are experts in the field and
have the most success when they are warm and informative. They also are
expected to supply the right information to attract job seekers without telling
lies or exaggerating, usually this is done through realistic job previews that
give both negative and positive qualities of a job. Must have diversity and
sensitivity skills, ethical behaviors, knowledge of the law, great
communication skills, timely feedback, use teams, and prepare in advance.
-Exposes candidates' reliability and validity but they have to administer the
test systematically to all applicants, test for jobs that have safety hazards,
sent reports to applicants, and to respect the applicants' privacy. They do
not always bring the answers that a company may want. - -Drug tests
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